Descubre los principios radicales que han contribuido al xito de Netflix. Reed Hastings, el cofundador, presidente y CEO de Netflix, desvela por primera vez la sorprendente y poco ortodoxa cultura de una de las compa as m s creativas y de mayor xito en la historia de Silicon Valley. Nunca antes ha existido una empresa como Netflix. No solo por su extraordinario liderazgo en la industria de los medios, la tecnolog a y el entretenimiento o por su capacidad de generar miles de millones de d lares de ingresos anuales, con m s de 167 millones de usuarios en 190 pa ses. Netflix es, adem s, una empresa revolucionaria sobre todo por su cultura de gesti n radical y a contracorriente de las ideas que tradicionalmente se dan por sentadas. Cuando Reed Hastings fund Netflix, desarroll una filosof a corporativa y unos principios de gesti n que han proporcionado flexibilidad, velocidad y audacia a la organizaci n y le han permitido alcanzar grandes xitos. Esta es la fascinante historia de una compa a singular y de su extraordinaria expansi n por el mundo entero. ENGLISH DESCRIPTION Netflix cofounder Reed Hastings reveals for the first time the unorthodox culture behind one of the world's most innovative, imaginative, and successful companies There's never before been a company like Netflix. Not only because it has led a revolution in the entertainment industries; or because it generates billions of dollars in annual revenue; or even because it is watched by hundreds of millions of people in nearly 200 countries. When Reed Hastings co-founded Netflix, he developed a set of counterintuitive and radical management principles, defying all tradition and expectation, which would allow the company to reinvent itself over and over on the way to becoming one of the most loved brands in the world. Rejecting the conventional wisdom under which other companies operate, Reed set new standards, valuing people over process, emphasizing innovation over efficiency, and giving employees context, not controls. At Netflix, adequate performance gets a generous severance and hard work is irrelevant. At Netflix, you don't try to please your boss, you give candid feedback instead. At Netflix, employees never need approval, and the company always pays top of market. When Hastings and his team first devised these principles, the implications were unknown and untested, but over just a short period of time they have led to unprecedented flexibility, speed, and boldness. The culture of fr